Motivation

Question 1

The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Answer 1

Motivation

Question 2

Hierarchy of five needs—physiological, safety, social, esteem, and selfactualization— in which, as each need is substantially satisfied, the next need becomes dominant.

Answer 2

Hierarchy of needs Abraham Maslow’s

Question 3

Needs that are satisfied externally, such as physiological and safety needs.

Answer 3

Lower-order needs

Question 4

The drive to become what a person is capable of becoming.

Answer 4

Self-actualization

Question 5

Needs that are satisfied internally, such as social, esteem, and self-actualization needs.

Answer 5

Higher-order needs

Question 6

The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.

Answer 6

Theory X

Question 7

The assumption that employees like work, are creative, seek responsibility, and can exercise selfdirection.

Answer 7

Theory Y

Question 8

A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivationhygiene theory.

Answer 8

Two-factor theory

Question 9

Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied.

Answer 9

Hygiene factors

Question 10

A theory that states achievement, power, and affiliation are three important needs that help explain motivation.

Answer 10

McClelland’s theory of needs

Question 11

The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.

Answer 11

Need for achievement (nAch)

Question 12

The need to make others behave in a way in which they would not have behaved otherwise.

Answer 12

Need for power (nPow)

Question 13

The desire for friendly and close interpersonal relationships.

Answer 13

Need for affiliation (nAff)

Question 14

A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation.

Answer 14

Self-determination theory

Question 15

A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling.

Answer 15

Cognitive evaluation theory

Question 16

The degree to which peoples’ reasons for pursuing goals are consistent with their interests and core values.

Answer 16

Self-concordance

Question 17

The investment of an employee’s physical, cognitive, and emotional energies into job performance.

Answer 17

Job engagement

Question 18

A theory that says that specific and difficult goals, with feedback, lead to higher performance

Answer 18

Goal-setting theory

Question 19

A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress.

Answer 19

Management by objectives (MBO)

Question 20

An individual’s belief that he or she is capable of performing a task.

Answer 20

Self-efficacy

Question 21

A theory that says that behavior is a function of its consequences.

Answer 21

Reinforcement theory

Question 22

A theory that argues that behavior follows stimuli in a relatively unthinking manner.

Answer 22

Behaviorism

Question 23

The view that we can learn through both observation and direct experience.

Answer 23

Social-learning theory

Question 24

A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

Answer 24

Equity theory

Question 25

Perceived fairness of the amount and allocation of rewards amongm individuals.

Answer 25

Distributive justice

Question 26

The perceived fairness of the process used to determine the distribution of rewards.

Answer 26

Procedural justice

Question 27

An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice.

Answer 27

Organizational justice

Question 28

An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice.

Answer 28

Interactional justice

Question 29

A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

Answer 29

Expectancy theory

Question 30

Describes how hard a person tries.

Answer 30

Intensity

Question 31

This measures how long a person can maintain effort.

Answer 31

Persistence

Question 32

Need that includes hunger, thirst, shelter, sex and other bodily needs.

Answer 32

Physiological

Question 33

This need means security and protection from physical and emotional harm.

Answer 33

Safety

Question 34

Internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention.

Answer 34

Esteem

Question 35

Drive to become what we are capable of becoming: includes growth, achieving our potential, and self-fulfillment.

Answer 35

Self-actualization

Question 36

Goal specifity, participation in decision making, an explicit time period, and performance feedback.

Answer 36

MBO Ingredients

Question 37

Gaining relevant experience with the task or job.

Answer 37

Enactive mastery

Question 38

Becoming confident because you see someone else doing the task.

Answer 38

Vicarious modeling

Question 39

Becoming more confident because someone convinces you that have the skills necessary to be successful.

Answer 39

Verbal persuasion

Question 40

Leads to an energized state, so the person gets “psyched up” and performs better.

Answer 40

Arousal

Question 41

Is a form of self-fulfilling propechy in which believing something can make it true.

Answer 41

Pygmalion effect

Question 42

Argues that people learn to behave to get something they want or to avoid something they don´t want.

Answer 42

Operant conditioning theory

Question 43

People learn from model only when they recognize and pay attention to its critical features.

Answer 43

Attentional processes

Question 44

A model’s influence depends on how well the individual remembers the model’s action after the model is no longer readily available.

Answer 44

Retention processes

Question 45

After a person has seen a new behavior by observing the model, watching must be converted to doing.

Answer 45

Motor reproduction processes

Question 46

Individuals are motivated to exhibit the modeled behavior if positive incentives or rewards are provided.

Answer 46

Reinforcement processes

Question 47

An employee’s experiences in a different position inside the employee’s current organization.

Answer 47

Self-inside

Question 48

An employee’s experiences in a situation or position outside the employee’s current organization.

Answer 48

Self-outside

Question 49

Another individual or group of individuals inside the employee’s organization.

Answer 49

Other-inside

Question 50

Another individual or group of individuals outside the employee’s organization.

Answer 50

Other-outside

Question 51

The opportunity to present your point of view about desired outcomes to decision makers.

Answer 51

Process control

Question 52

These are clear reasons management gives for the outcome.

Answer 52

Explanations

Question 53

The probability perceived by the individual that exerting a given amount of effort will lead to performance.

Answer 53

Effort-performance relationship

Question 54

The degree to which the individual believes performing at a particular level will lead to the attainment of desired outcome.

Answer 54

Performance-reward relationship

Question 55

The degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual.

Answer 55

Rewards-personal goal relationship